► The purpose of this research is to determine the factors that influence organizationallearning and the impact of organizationallearning on continuous improvement among commercial…
(more)

▼ The purpose of this research is to determine the factors that influence organizationallearning and the impact of organizationallearning on continuous improvement among commercial banks in Kenya. The research addresses the immediate need to explore ways to design organizations so that they fulfill their function effectively and encourage people to reach their full potential. Extensive research was contacted among 44 commercial banks operating in Kenya by administering questionnaires to one person from each bank. This research will provide valuable information regarding how organizations are coming up with systems thinking, team learning, shared visions, personal mastery and organizational corporate culture. The analysis shows that organizationallearning influences continuous improvement. Further research can be contacted to find out what influences continuous improvement

► Rijkswaterstaat is adapting its role in the construction of public works. The organization implemented a new working method to assure the contractors fulfill their contracts.…
(more)

▼ Rijkswaterstaat is adapting its role in the construction of public works. The organization implemented a new working method to assure the contractors fulfill their contracts. The objective of the method is that Rijkswaterstaat check the quality system of the contractor based on the project risks for Rijkswaterstaat. Learning is defined as detection and correction of errors and sharing knowledge on these actions in the organization. It is unclear whether and how the project teams learn on the method. This thesis presents a theoretical model that tests what learning is expected by the management of the organization. Furthermore, four cases identify the learning in the actual behavior of the organization. This results in the statement that the management does not expect learning, and therefore does not take place in the organization. Improvements that enable error detection, error correction and knowledge sharing on the method for this leaning are included in the thesis.
Advisors/Committee Members: Ten Heuvelhof, E., Koppenjan, J., Mooi, H..

De Bree, S. (2010). Learning an organization new working methods: The system based contract control method at Rijkswaterstaat as example:. (Masters Thesis). Delft University of Technology. Retrieved from http://resolver.tudelft.nl/uuid:ec3ec38a-f811-40fb-af7f-2d23a3505a4d

Chicago Manual of Style (16th Edition):

De Bree, S. “Learning an organization new working methods: The system based contract control method at Rijkswaterstaat as example:.” 2010. Masters Thesis, Delft University of Technology. Accessed March 21, 2019.
http://resolver.tudelft.nl/uuid:ec3ec38a-f811-40fb-af7f-2d23a3505a4d.

MLA Handbook (7th Edition):

De Bree, S. “Learning an organization new working methods: The system based contract control method at Rijkswaterstaat as example:.” 2010. Web. 21 Mar 2019.

Vancouver:

De Bree S. Learning an organization new working methods: The system based contract control method at Rijkswaterstaat as example:. [Internet] [Masters thesis]. Delft University of Technology; 2010. [cited 2019 Mar 21].
Available from: http://resolver.tudelft.nl/uuid:ec3ec38a-f811-40fb-af7f-2d23a3505a4d.

Council of Science Editors:

De Bree S. Learning an organization new working methods: The system based contract control method at Rijkswaterstaat as example:. [Masters Thesis]. Delft University of Technology; 2010. Available from: http://resolver.tudelft.nl/uuid:ec3ec38a-f811-40fb-af7f-2d23a3505a4d

Boston College

3.
Finocchio, Bobbie F.OrganizationalLearning Theory and Districtwide Curriculum
Reform: The Role of the Superintendent and Chief Academic
Officer.

► This qualitative case study examined the mechanisms employed by a public school Superintendent and Chief Academic Officer to support district wide curriculum reform. Utilizing organizational…
(more)

▼ This qualitative case study examined the mechanisms
employed by a public school Superintendent and Chief Academic
Officer to support district wide curriculum reform. Utilizing
organizationallearning theory as a frame, the study aims to
uncover the extent to which the district functions as learning
organization. A learning organization can be characterized by a
systematic approach to the acquisition and distribution of
information to then retrieve and uniformly interpret new knowledge
for the organization’s future use. Interview data and document
analyses revealed strong evidence of organizationallearning
mechanisms employed by the Superintendent and Chief Academic
Officer. Specifically, strategies for information acquisition and
distribution were highly utilized, as well as structures for
accountability including supervision, coaching models and a focus
on data use. These district administrators delegated roles and
meeting structures to support curricula adaptation, including heavy
reliance on the instructional leadership of coaches and directors.
With the goal of improving student outcomes via curricula reform,
such structures facilitated adaptation and engagement in new
learning by various members of the school district.
Advisors/Committee Members: Rebecca Lowenhaupt (Thesis advisor).

► In the field of Human-Computer Interaction, provenance refers to the complete history and genealogy of a document. Provenance can be useful in identifying related resources,…
(more)

▼ In the field of Human-Computer Interaction, provenance refers to the complete history and genealogy of a document. Provenance can be useful in identifying related resources, such as different versions of the same document or resources used in the creation of a new document. Though methods of provenance collection and applications for provenance have been studied, no studies have documented the frequency of provenance events in typical computer use. We conducted a study of knowledge workers at Intel and used event-logging software to track provenance events as they occurred in the workplace over several weeks. We also interviewed knowledge workers to evaluate the effectiveness of provenance cues for document recall. Our data shows that provenance relationships are quite common, and provenance helps users recall more about their documents and understand the context of their workflows. Through a detailed analysis of the challenges facing knowledge workers, their typical work practices, and the utility of provenance, we argue that provenance can be useful in applications like desktop search.
Advisors/Committee Members: Jensen, Carlos (advisor), Budd, Timothy A (committee member).

► This study examines the experiences of three participants involved in an inquiry group project at an urban community college in Southern California. The participants explored…
(more)

▼ This study examines the experiences of three
participants involved in an inquiry group project at an urban
community college in Southern California. The participants explored
equity and issues of equity at their campus by focusing on the
transfer rates of Latino and African American students who began in
basic skills courses. The purpose of the study is to observe how
individuals learn and understand equity and issues of equity as a
result of their participation in the action inquiry project. Over
the course of eleven months, the participants were observed
throughout the inquiry group meetings and were interviewed in order
to see if they were able to apply what they learned about equity on
campus related to underrepresented students in their work. The
learning was observed through the conceptual framework of
organizationallearning. Learning in this study was observed
through changes in behavior as well as language.
Advisors/Committee Members: Dowd, Alicia C. (Committee Chair), Bensimon, Estela M. (Committee Member), Tobey, Patricia (Committee Member).

Enciso, M. (2009). The influence of organizational learning on inquiry group
participants in promoting equity at a community college. (Doctoral Dissertation). University of Southern California. Retrieved from http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/562996/rec/6883

Chicago Manual of Style (16th Edition):

Enciso, Martha. “The influence of organizational learning on inquiry group
participants in promoting equity at a community college.” 2009. Doctoral Dissertation, University of Southern California. Accessed March 21, 2019.
http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/562996/rec/6883.

MLA Handbook (7th Edition):

Enciso, Martha. “The influence of organizational learning on inquiry group
participants in promoting equity at a community college.” 2009. Web. 21 Mar 2019.

Vancouver:

Enciso M. The influence of organizational learning on inquiry group
participants in promoting equity at a community college. [Internet] [Doctoral dissertation]. University of Southern California; 2009. [cited 2019 Mar 21].
Available from: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/562996/rec/6883.

Council of Science Editors:

Enciso M. The influence of organizational learning on inquiry group
participants in promoting equity at a community college. [Doctoral Dissertation]. University of Southern California; 2009. Available from: http://digitallibrary.usc.edu/cdm/compoundobject/collection/p15799coll127/id/562996/rec/6883

► ABSTRACT Interest in organizationallearning and the ‘learning organization’ has steadily increased over the past decades. Organizationallearning is increasingly being viewed as a means…
(more)

▼ ABSTRACT Interest in organizationallearning and the
‘learning organization’ has steadily increased over the past
decades. Organizationallearning is increasingly being viewed as a
means for long-term success however, there is little empirical
evidence to support this view. This research was conducted to
address this gap. The research was conducted in the U.S. and
involved public pharmaceutical companies within one particular code
in the North American Industry Classification System (NAICS) code.
The study explored the relationship between a firm’s implementation
of learning organization dimensions or characteristics and
financial performance. The specific research hypotheses were: 1.
Firms that demonstrate above-average financial performance possess
the seven dimensions of a learning organization to a greater extent
than firms that demonstrate below-average financial performance. 2.
Firms that demonstrate above average improvement in financial
performance possess the seven dimensions of a learning organization
to a greater extent than firms that demonstrate below-average
improvement in financial performance. The independent variable was
the ‘learning organization and the dependent variable was
‘organizational performance’. Both of these are latent variables
measured by indicator variables. The indicator variables for
‘learning organization’ are the seven dimensions of a learning
organization, as defined by Marsick and Watskins (2003). These are:
(a) create continuous learning opportunities; (b) promote inquiry
and dialogue; (c) encourage collaboration and team learning; (d)
provide strategic leadership for learning; (e) empower people
toward a collective vision; (f) connect the organization to its
environment; and (g) create systems to capture and share learning.
Financial performance was measured using two profitability ratios
(i.e. return on assets and return on sales); these ratios relate
profit to some aspect of management performance such as using
assets profitably, creating a return on owner’s investment and
generating a profit on sales. Return on assets is calculated as net
income divided by total assets and return on sales is calculated as
net income divided by sales. Financial data for these two ratios
were collected over an eleven year period, from 1995 to 2005. To
evaluate the first hypothesis, the firms that were in the first
quartile for ‘overall average’ for both ROA and ROS were compared
to firms that were in the fourth quartile for ‘overall average’ for
both ROA and ROS. To evaluate the second hypothesis, change in
performance was evaluated and firms that were in the first quartile
for improvement in both ROA and ROS were compared to firms that
were in the fourth quartile for improvement in both ROA and ROS.
The findings from this research give credence to the notion that a
firm’s adoption and implementation of ‘learning organization’
characteristics or dimensions is a means of continuous improvement
in performance.

► This is a case study, within the field of Education and Human Resource Development. The subject is handover in a non-profit organization. The organization…
(more)

▼ This is a case study, within the field of Education and Human Resource Development. The subject is handover in a non-profit organization. The organization studied is the Uppsala Student Union (US). US is a politically run Non-profit organization (NGO), with the objective to work for better study- and living conditions of the 35 000 students at Uppsala University, Sweden, who are its members. Four people active within US have been interviewed, and the empiric material has been analyzed mainly based on the theories of OrganizationalLearning and Continuity Management. Some other theories are presented as well, as an orientation with relation to handover in organizations and organizational development. The questions asked are: 1. How is transfer of knowledge perceived in US – as a significant problem, a small problem or no problem at all? 2. If transfer of knowledge is perceived as a problem, what are thought to be the causes? 3. In US, as a NGO, how is handover managed? Which problems arise with respect to handover? 4. What else of interest and relevance can be found? The answers are: 1. A small problem. Transfer of knowledge is much thought of, but there are problems which are viewed as more important. 2. The causes for problems with handover are mainly referred to a heavy workload for the actives, high turnover and insufficient handover routines. 3. Routines for handover is a well integrated part of the work at US. And the conditions in terms of resources are good compared to other student unions. Some problems still arise, and a selection of these are presented in the study. 4. Additional findings have been defined under the following headlines: Representation on Boards – an area for improvement Changing the roles On Actives-mentality (Swe. föreningsmänniskor) Effective policy making Students as actives

► This qualitative case study examined the organizationallearning mechanisms utilized by a district superintendent and their impact on principals’ learning. Examining recent curriculum reform efforts,…
(more)

▼ This qualitative case study examined the
organizationallearning mechanisms utilized by a district
superintendent and their impact on principals’ learning. Examining
recent curriculum reform efforts, the study concentrated on a small
sample of building principals within a mid-sized urban public
school district. Grounded in both organizational and situated
learning theories, the research focused on organizationallearning
mechanisms and the interplay created by their implementation
through the analysis of interview data and documents. Findings
highlighted how the superintendent interpreted and distributed
information to principals. In addition, findings showed the impact
that superintendent-initiated processes, behaviors, and structures
had on principal learning. The study provided strong evidence that
the superintendent under study took steps to create district
structures to support organizationallearning. Moreover, principal
data showed the impact of these structures on principals’ perceived
learning.
Advisors/Committee Members: Rebecca Lowenhaupt (Thesis advisor).

► Work in organisations is a shared and joint endeavour often accomplished by groups, teams or other collectives. Yet groups at work do not always learn…
(more)

▼ Work in organisations is a shared and joint endeavour often accomplished by
groups, teams or other collectives. Yet groups at work do not always learn at
work, limiting an organisation’s capability to thrive in knowledge economies.
Research investigating collective learning at work continues to place the analytic
focus on entities or abstractions representing the collective. For example, culture,
power, group membership, group structure, group communications, motivations
and skills are often examined to explain why groups learn or not in organisations.
In contrast, this thesis investigates what it means to learn together when people
act, talk and judge at work through their relational and responsive interactions.
This relational orientation conceptualises learning as emerging from patterns of
interactions that are responsive to local contexts and shaped by practical
sensemaking that occurs in the everyday practice of work life.
Specifically in the case study interpretive tradition, I investigate the relational
practices of dyads and small groups in three disparate organisational contexts and
professions. The organisational, group and individual characteristics differ widely
for musicians in an orchestra, apprentice chefs in a commercial kitchen and
rehabilitation staff in a corrections centre. Yet these three groups shared relational
similarities in learning how to weave ways of acting, talking and judging together
to make their work ‘work’. Such weaving together is enabled by shifting
conceptually from notions of context as descriptive setting or situatedness to the
notion of groups contextualising together.
This thesis contributes to collective learning research by highlighting the
significance of patterns of interactions and the dynamics of practice. The findings
enhance existing collective learning theory by including spatio-temporal concepts
from theories of organisational change and complexity. The findings have
implications for guiding the learning of commencing practitioners into professions
as well as for generating modes of transdisciplinary learning across professions.
Re-viewing collective learning in relational ways recognises that learning is an
emergent phenomenon, each time practised anew from interactions between
people and the possibilities that lie within.
The Latin prefix con means with. It seems appropriate that concerts performed by
musicians, condiments added to dishes by chefs and the consequences of
behaviours by corrections staff across diverse contexts of work can provide
practical insights for better understanding how groups learn collectively at work.

► This dissertation has posed and answered the question whether strategic conversation can be used as a tool for facilitating learning and change in organisations, within…
(more)

▼ This dissertation has posed and answered the question whether strategic conversation can be
used as a tool for facilitating learning and change in organisations, within the context of the
public sector. The study provided answers to the following sub-questions through the
literature review:-
* What is ‘strategy’ and what does it entail?
* What are ‘strategic conversations’ and what do they entail?
* What is ‘organisation learning’?
* What is ‘organisational change’?
* What factors create an environment conducive to the facilitation of learning in
organisations by means of strategic conversation?
* What factors create an environment conducive to the facilitation of change in
organisations by means of strategic conversation?
After the above questions had been answered, an interactive data collection and analysis was
conducted. This process culminated in the findings of the study which made it possible to
draw specific conclusions.
The main conclusion of the study was that strategic conversation is a tool that can be used to
facilitate learning and change in the Legislature as an example of a public sector
organisation. The study concluded by highlighting key recommendations.
Advisors/Committee Members: Taylor, Rob (advisor).

Mngxaso, M. H. (2010). Understanding strategic conversation as a tool for learning and change in organisations : a public sector perspective. (Masters Thesis). University of KwaZulu-Natal. Retrieved from http://hdl.handle.net/10413/7317

Chicago Manual of Style (16th Edition):

Mngxaso, Monwabisi H. “Understanding strategic conversation as a tool for learning and change in organisations : a public sector perspective.” 2010. Masters Thesis, University of KwaZulu-Natal. Accessed March 21, 2019.
http://hdl.handle.net/10413/7317.

Mngxaso MH. Understanding strategic conversation as a tool for learning and change in organisations : a public sector perspective. [Internet] [Masters thesis]. University of KwaZulu-Natal; 2010. [cited 2019 Mar 21].
Available from: http://hdl.handle.net/10413/7317.

Council of Science Editors:

Mngxaso MH. Understanding strategic conversation as a tool for learning and change in organisations : a public sector perspective. [Masters Thesis]. University of KwaZulu-Natal; 2010. Available from: http://hdl.handle.net/10413/7317

University of Pretoria

11.
Barker, Antony Ellis.
The role of
culture in post-merger performance.

► Mergers and acquisitions remain a popular means of corporate growth but the role played by organizational culture remains poorly understood. Badly executed cultural integration is…
(more)

▼ Mergers and acquisitions remain a popular means of
corporate growth but the role played by organizational culture
remains poorly understood. Badly executed cultural integration is a
leading cause of post-merger performance not meeting stakeholder
expectations (Cartwright&Schoenberg, 2006). This paper reviews
the literature on cultural integration in the context of mergers
and acquisitions and provides insight into cultural assessment and
integration.The study takes the form of exploratory research with
findings from twelve semi-structured interviews collated and tested
against five propositions that together build a reference point for
cultural integration. Five cultural assessment tools are
incorporated into a single view to provide the reader with a clear
framework against which to assess organizational culture.The study
validates the proposition that cultural integration plays a key
role in post-merger performance and provides key elements towards a
successful integration. The study goes on to find that cultural
integration is necessary for post-merger performance, an
integration plan should be built early in the pre-merger process,
top management has an integral role to play in the post-merger
integration of culture, large cultural differences can be an
opportunity and that the level of learning and knowledge
application in mergers and acquisitions is poor.
Advisors/Committee Members: Mr M Mackenzie (advisor).

► This research aimed to investigate how GE developed an organisational ambidexterity capability to significantly accelerate its growth in emerging markets. Dissatisfied with its growth in…
(more)

▼ This research aimed to investigate how GE developed an
organisational ambidexterity capability to significantly accelerate
its growth in emerging markets. Dissatisfied with its growth in
emerging markets, GE launched the Global Growth & Operations
organisation (GGO) in November 2010. The internationalisation
process had been led by its P&Ls with an exploitation focus and
needed a shift towards an exploration focus that would develop
disruptive capabilities required to promote growth. The research
was undertaken as a case study of GGO in Sub-Sahara Africa (SSA) to
gain an in-depth understanding of how the OA capability was
developed and managed at GE. A qualitative research approach was
adopted that consisted of a literature survey and 14
semi-structured interviews with senior leaders of the P&Ls and
GGO for SSA. The study found that a top brass leadership, supported
unequivocally and well-resourced were key to GGO’s ability to shift
GE’s centre of gravity to the emerging markets. A paradox mindset
at ease with tension was characteristic of the leaders allowing
them to engage constructively. GGO, ambidextrous itself, developed
exploration and exploitation capabilities enabling the P&Ls to
do business as usual in the emerging markets. A model to develop OA
for market expansion was developed.
Advisors/Committee Members: Kele, Tumo (advisor).

► Mergers and acquisitions remain a popular means of corporate growth but the role played by organizational culture remains poorly understood. Badly executed cultural integration is…
(more)

▼ Mergers and acquisitions remain a popular means of
corporate growth but the role played by organizational culture
remains poorly understood. Badly executed cultural integration is a
leading cause of post-merger performance not meeting stakeholder
expectations (Cartwright&Schoenberg, 2006). This paper reviews
the literature on cultural integration in the context of mergers
and acquisitions and provides insight into cultural assessment and
integration.The study takes the form of exploratory research with
findings from twelve semi-structured interviews collated and tested
against five propositions that together build a reference point for
cultural integration. Five cultural assessment tools are
incorporated into a single view to provide the reader with a clear
framework against which to assess organizational culture.The study
validates the proposition that cultural integration plays a key
role in post-merger performance and provides key elements towards a
successful integration. The study goes on to find that cultural
integration is necessary for post-merger performance, an
integration plan should be built early in the pre-merger process,
top management has an integral role to play in the post-merger
integration of culture, large cultural differences can be an
opportunity and that the level of learning and knowledge
application in mergers and acquisitions is poor.
Advisors/Committee Members: Mr M Mackenzie (advisor).

► State government agencies face a unique challenge: frequent, regular turnover of top administration, in concurrence with the election cycle. However, there is little current research…
(more)

▼ State government agencies face a unique challenge: frequent, regular turnover of top administration, in concurrence with the election cycle. However, there is little current research on the effects of administrative turnover in state government specifically. Several trends can be observed in the public sector that may be exacerbated by high administrative turnover: weak organizationallearning, low levels of organizational memory, lack of encouragement of capacity building from management, and negative behavior of disempowered government workers. There is also a gap in the literature regarding the influence of evaluation on state government work, and whether it can help with the observed organizational trends. This paper examines whether participatory evaluation approaches can combat loss of organizational memory and learning in the turbulent environment of state government agencies.

Biringer, C. (2016). Making Memory in State Government: Fighting the Effects of High Administrative Turnover with Participatory Evaluation Approaches. (Masters Thesis). University of Minnesota. Retrieved from http://hdl.handle.net/11299/191197

Chicago Manual of Style (16th Edition):

Biringer, Catherine. “Making Memory in State Government: Fighting the Effects of High Administrative Turnover with Participatory Evaluation Approaches.” 2016. Masters Thesis, University of Minnesota. Accessed March 21, 2019.
http://hdl.handle.net/11299/191197.

Biringer C. Making Memory in State Government: Fighting the Effects of High Administrative Turnover with Participatory Evaluation Approaches. [Internet] [Masters thesis]. University of Minnesota; 2016. [cited 2019 Mar 21].
Available from: http://hdl.handle.net/11299/191197.

Council of Science Editors:

Biringer C. Making Memory in State Government: Fighting the Effects of High Administrative Turnover with Participatory Evaluation Approaches. [Masters Thesis]. University of Minnesota; 2016. Available from: http://hdl.handle.net/11299/191197

Brock University

15.
Beal, Gordon.
The role of leaders in building organizationallearning capacity
.

Degree: Department of Graduate and Undergraduate Studies in Education, 2011, Brock University

► In a world in which social, economic, and environmental circumstances are continuously evolving and increasingly complex, leaders face the challenging prospect of navigating their organizations…
(more)

▼ In a world in which social, economic, and environmental circumstances are
continuously evolving and increasingly complex, leaders face the challenging prospect of
navigating their organizations through unpredictable operating conditions. Finding a way
to tap into the learning capacity of the people who comprise their organizations may be
the answer to adapt and to survive. This qualitative research study explored the role of
leaders in building this organizationallearning capacity.
The literature identified three domains of personal, interpersonal, and
organizational capacity for learning in an organizational setting. Interviews with three
senior leaders who had successfully built learning capacity in their respective
organizations revealed four elements of leader commitment: (a) to the process of building
learning capacity, (b) to organizational objectives and results, (c) to personal actions and
behaviours, and (d) to the people of the organization. Each of the four elements of leader
commitment spans the three domains of learning capacity that can guide leaders as they
build organizationallearning capacity.

► The organisation under review, like many others, is currently facing a number of challenges, such as profitability and the life-span of the existing resources, and…
(more)

▼ The organisation under review, like many others, is currently facing a number of
challenges, such as profitability and the life-span of the existing resources, and the ability
to locate new resources. This calls for leaders to think and respond differently in such
times, which has called for a revision of the current business strategy and operating
model. This has included, amongst others, the disposal of marginal/loss making
resources, the revision of the traditional organisational hierarchical structure, referred to as
the inverted triangle (with a more direct focus on front-line employees) and the
implementation of continuous business improvement, supported by lean manufacturing
principles.
This study aims at exploring the supporting socio-technical change considerations within a
learning organisation, specifically focussing on aspects referring to the desired culture,
such as communication patterns; social and behavioural patterns and leadership
characteristics.
In order to effect successful, holistic change, it is imperative that both the social and
technological dimensions of organisational change are jointly managed and optimised.
The purpose of this study will therefore be to explore and suggest the socio-technical
considerations required to facilitate holistic change in order to achieve efficiency within the
organisation.
Advisors/Committee Members: Pillay, Kriben (advisor).

▼ Transformational leadership is highly recognised for bringing change to organisations and for its significant positive effects on employee satisfaction and development, developing self-management teams and organisational effectiveness, and contributing to innovation and creativity. Yet there has been relatively little research on how transformational leadership actually works. It has been well established that a continuously evolving organisation is one that can truly learn. However, little is known about the role of knowledge and learning in promoting change. Consequently, one of the major management challenges is to understand management's role in organisational change and business success.
It has been found that the reaction of learning organisations in response to external environment not only positively impacts the performance of the organisation but also enhances job satisfaction and performance among employees. Despite the critical importance of transformational leaders in leading and developing organisations and the significance of transforming organisations into learning organisations, the area of research that covers the role of leaders in developing an organisation that can truly learn (learning organisation) has not been covered to a significant degree.
This research study investigates the effect of the transformational leadership components developed by Bass (1990, 1985) on the disciplines of Learning Organisations developed by Senge (1990). It investigates proposals for transformational leadership to better lead Learning Organisations. To this end, 37 semi-structured and unstructured interviews were conducted in five learning organisations in Jordan. This research is qualitative in nature and utilises an interpretative approach in studying and analysing the five cases studied.
In general, research findings confirmed the few previous findings indicating that transformational leadership has a significant positive effect on Learning Organisations. However, this research investigates the specific effect of each of the components of transformational leadership on the five disciplines of Learning Organisations. Research findings suggest that Idealised Influence has a positive impact on the development of Shared Vision, Intellectual Stimulation has a positive impact on the development of the Mental Model, and Individualised Consideration has a positive effect on developing Personal Mastery. Additionally, findings suggest two points that ought to be considered by transformational leadership to effectively lead Learning Organisations: 1) transformational leadership should be a culture; and 2) transformational leadership should be governed by integrity and ethics. The research also identifies the effect of some variables such as size, age, field of work and gender composition on the findings of this research.
The research also explores the implications of its findings on leaders in organizational life and makes recommendations for future studies. Findings are to be limited to Jordan. However, the finding…

► Contunued deterioration of the earthâs ecology, the green energy industry comes into the latest industry. From United States, Europe to Asia, currently the world is…
(more)

▼ Contunued deterioration of the earthâs ecology, the green energy industry comes into the latest industry. From United States, Europe to Asia, currently the world is committed to the development of new energy. Being one of the major economies, whether manufacture, production or market, the prospects in China are optimistic and attract investment from enterprises all over the world. However, in a number of competitors, how companies can earn opportunities and come out on topï¼
In this study, three subsidiaries of foreign companies in Chian are discussed how to build up competitiveness and continuous innovation in the field of technical, marketing, personnel, products, services and R&D from perspectives of knowledge flow and organizationallearning. After analysis and comparison, following conclusions are summarizedï¼
1.Subsidiaries need to develop localized core competencies.
2.In addition to the parent companyâs resources, academic and research institutions and other external resources can be relied on for strengthening R&D and technical capabilities.
3.Making good use and enhance the quality of local talents, and cultivate staff to become the worldâs professionals.
4.Customer service oriented for customized research and development by interacting technology and marketing, strengthen customer relationships to maintain and establish a good corporate image.
5.Through resources complementaryãsharing and combination with core capabilities, companies can give consideration to both profit and social responsibility, and work together to upgrade the competitiveness.
Advisors/Committee Members: Bih-Shiaw Jaw (committee member), Min-Chi Yu (chair), Christina Yu Ping Wang (chair).

► The twenty-first century is an era where corporate and small businesses alike have to give way to what has been termed the ‘knowledge era’. Knowledge…
(more)

▼ The twenty-first century is an era where corporate and small businesses alike have to give way to what has been termed the ‘knowledge era’. Knowledge management is regarded as the most important factor in the mainstream of the business fraternity in ensuring sustainability within organisations. Because knowledge management is an integral part of managerial activity in a number of organisations, the broader economic environment and social life today, it is imperative that organisations must be knowledge-driven. Equally important are the associated knowledge management implementation strategies. Based on the literature study and the survey of the branch managerial teams in FNB branches in the Nelson Mandela Metropolitan in Port Elizabeth, it was concluded that FNB partly applied specified concepts to embrace an innovation culture in the organisation. The concepts specified included innovative competency, leadership initiative, customer engagement, staff engagement and personal desire, at both individual and FNB level. In order to attain the objective of the empirical study, survey results were evaluated in order to establish whether the above mentioned concepts were applied. A sample of fifty five (55) managerial members from fifteen (15) branches were surveyed. The responses obtained from the respondents were analysed and compared with the matters raised in the literature review. Leadership initiative appeared to be the most important critical factor in driving knowledge management culture in the organisation. However, it was established that personal desire, both at individual and FNB level, were misaligned to knowledge management. This implied that the organisation was not yielding full benefits from their employees in ensuring that management optimise on the employees’ skills, qualifications and expertise. Conclusions, research gaps and recommendations were formulated for the FNB’s promotion of innovative competency, leadership initiative, customer engagement, staff engagement and personal desire, both at individual and FNB levels. The empirical results were satisfactory and informative. Leadership initiative appeared to be the most critical factor in driving knowledge management culture in the organisation.

► Engineering is believed to be one of the oldest professions and it is estimated that engineering existed 10 000 centuries B.C (Before Christ). Engineering plays…
(more)

▼ Engineering is believed to be one of the oldest professions and it is estimated that engineering existed 10 000 centuries B.C (Before Christ). Engineering plays an important role in making the environment safer, making daily lives more convenient and also contributes to countries’ economic developments. Engineering has advanced in such a way that it is difficult to survive without some kind of engineering these days. The same as engineering, knowledge management also dates back to biblical times just after creation. Knowledge management is not only applied in organisations, but also within communities, societies, and families. Engineering organisations rely the most on past discoveries and product information (knowledge) in order to solve engineering related problems. Due to globalisation of markets and products, shortage of skills and technological advancement, knowledge has become one of the main competitive factors of many organisations. Therefore engineering organisations need to have knowledge management strategies if they are to stay competitive. Different engineering organisations might have similar knowledge management strategies or different knowledge management strategies depending on organisational size, structure and culture and service offered or product offered. Against this background, this study sought to discover what knowledge management strategies are currently implemented in engineering organisations and recommend on strategies that can be implemented and how they can be implemented. The study is based on a review of literature on engineering, engineering organisations, knowledge and knowledge management and a structured questionnaire on knowledge management in engineering organisations. The population for the study was all engineering organisation employees and the engineering organisations in the Eastern Cape Province of South Africa were sampled for the survey.

► In this study the survey was conducted at an automotive component manufacturer to examine the theory about what influence knowledge sharing within an organisation. The…
(more)

▼ In this study the survey was conducted at an automotive component manufacturer to examine the theory about what influence knowledge sharing within an organisation. The evaluation would assist in improving knowledge sharing by indicating which strategies are appropriate for management to enhance knowledge sharing within the organisation. Organisations lose expertise and knowledge because of employee movements and old employees that have retired. The literature review was done as a guidance to test what influences employees to share their knowledge. Based on the survey and literature study that was conducted it was concluded that by making resources available, employee personality traits, giving employee recognition, encouraging better social environment within the organisation and job design that would make it easy for knowledge to flow amongst employees that will elevate knowledge sharing within the organisation. The conclusion and recommendation were formulated for management at the end of the study.

► This dissertation addresses three topics on the implications of firm behaviors in creating and adopting knowledge of production, choosing international location for production and market…
(more)

▼ This dissertation addresses three topics on the implications of firm behaviors
in creating and adopting knowledge of production, choosing international location
for production and market access, and using informative advertising in a market
competition with multidimensional product characteristics. The first study
investigates the empirical evidence of local knowledge spillovers in Indonesian
medium and large manufacturing industry. The second study looks at the link
between the patterns of trade revealed comparative advantage and net inward foreign
direct investment in five developed countries: France, Italy, Japan, the United
Kingdom, and the United States. The third study seeks to determine the effects of
informative advertising in a market with two-dimensional, vertically differentiated
products.
The results of the first study show that the extent of knowledge spillovers
depends on both geographical and technological proximities. In addition, the extent
of knowledge spillovers seems to depend on sector-specific characteristics and the
presence of foreign investment. The results of the second study reveal a significant
role of comparative advantage in determining inflows of foreign direct investment in
developed countries, especially in the services industry. Finally, the results of the
third study show that with informative advertising, the firm with the 'better' product
will charge a higher market, have a larger market share, and advertise more. In
addition, even when advertising leads to higher market prices, the full-prices that the
consumers must pay are still lower than in the case of no advertising.
Advisors/Committee Members: Fare, Rolf (advisor), Grosskopf, Shawna (committee member).

► Present day organizations are faced with a turbulent environment. In order to obtain and sustain a competitive advantage in an increasingly complex and unpredictable work…
(more)

▼ Present day organizations are faced with a turbulent
environment. In order to obtain and sustain a competitive advantage
in an increasingly complex and unpredictable work environment,
business organizations must enhance their learning capabilities and
need to be transformed into learning organizations that can
transmit new knowledge and create new products. It is useful to
study the aspects of organizational culture that support the
learning organization and the leadership style of middle management
that shapes the learning organization since middle managers play a
key role in making the transition to a learning organization,
encouraging employees to embrace continuous learning in business
settings. Thus, an awareness of the impact of organizational
culture and the leadership style of middle management in the
learning organization is a prerequisite for improving
organizational performance. The major objective of this research is
to explore the relationship among leadership style, organizational
culture, and learning organization factors. More specifically, this
research examines the moderating effects of organizational culture
on the relationships between leadership style of middle management
and the learning organization in the Korean business settings. All
the constructs are measured by multi-item scales and all the
measures are perception-based, self-reporting survey types of
instruments. For the purpose of this study, the middle managers and
subordinates’ perceptions regarding the seven dimensions of the
learning organization in their organization were taken as the
dependent variables and the leadership style (transformational and
transactional leadership) of the middle managers were taken as
independent variables. Four types of organizational culture (clan,
adhocracy, hierarchy and market culture) served as moderator
variables. This study adopted Multivariate Analysis of Variance
(MANOVA), Structural Equation Modeling (SEM), Confirmatory Factor
Analysis (CFA), and Multiple Regression Analysis for data analysis
using SPSS 18.0 and LISREL 8.8. The results of this study are as
follows: (a) transformational leadership and adhocracy culture had
positive significant effects on the development of the learning
organization; (b) organizational culture (hierarchy culture) had a
moderating effect between transformational leadership and the
learning organization; (c) the effects of leadership style and
organizational culture on the development of the learning
organization did not differ between middle managers and
subordinates; (d) leadership components (idealized influence
attributes, idealized influence behavior and individual
consideration) in transformational leadership had significant
effects on the learning organization; and (e) leadership style,
organizational culture and learning organization were different
among the industry types. Further, several issues on leadership
competency, organizational culture and learning organization were
reported through short-answer responses. A conclusive summary is
provided along…

► The current study extends the research on teacher evaluation models beyond psychometric reliability and validity by examining the role central office staff have in implementing…
(more)

▼ The current study extends the research on teacher
evaluation models beyond psychometric reliability and validity by
examining the role central office staff have in implementing
reform. Central office staff are often the first educators exposed
to new reform-related information and play an active role in
implementation by interpreting what they learn and shaping it to
fit their local context. The literature base suggests that
background knowledge and social interaction are two factors that
influence how interpretations are made. These interpretations shape
reform at the local level, and thus, affect whether new practices
are aligned only with surface-level behaviors of change or deeper
shifts in values, beliefs, and goals. This study considered how
background knowledge and social interaction, as well as other
factors like the perceived value or worth of reform, competing
issues in a district, and personal beliefs of central office staff
influenced the central office staff response to new reform oriented
information from Pennsylvania’s Teacher Effectiveness Model (TEM).
Results found that factors related to personal beliefs, the
perception of value or benefit a reform is perceived to have in a
district, and the social network of central office staff interacted
to shape the sense that was ultimately made. Findings also
indicated a tendency for districts to leverage the TEM as a way of
focusing on pre-existing local initiatives. Personal beliefs and
perception of value or benefit are factors that have received
limited attention in the sensemaking literature, as has the complex
interaction between these and other factors. Current findings
suggested additional attention should be given to these
areas.

► The purpose of the study was to explore and identify the constraints and challenges that prevents public service employees from transferring what they have learned…
(more)

▼ The purpose of the study was to explore and identify the constraints and challenges that
prevents public service employees from transferring what they have learned during
training intervention to the workplace. The aim was to further make recommendations to
address the factors identified as constraints of transfer of learning into the workplace.
To achieve the goal, the study focused on extensive literature and theoretical inquiry with
the aim of understanding concepts of transfer of learning, and constraints to transfer of
learning, to determine the relationship between transfer of learning and employee/trainee
performance, and to suggest a framework to manage or mitigate the constraints to transfer
of learning.
The study used a qualitative and quantitative research methodology, with emphasis on
quantitative research methodology to draw conclusions. A sample of 106 was drawn from
the two departments, where a questionnaire was administered. The findings of the study
revealed that the following factors as constraints to transfer of learning: lack of learner's
readiness before training; lack of support and acknowledgement of new skills acquired by
trainees from their line managers; even though training improves knowledge level and
competency level, thereby increasing productivity, however lack of support constrain
transfer; lack of appropriate or relevant tools for application of theory; and lack of
cooperation and support from colleagues.

ENGLISH ABSTRACT: When studying information and knowledge management case studies, it becomes evident that barriers to information…
(more)

▼

Thesis (MA (Information Science)) – University of Stellenbosch, 2010.

ENGLISH ABSTRACT:
When studying information and knowledge management case studies, it becomes
evident that barriers to information and knowledge sharing persist, even in organisations
that are lauded for their IKM initiatives. This study set out to probe why this is the case.
To this end the study explored persistent barriers to information and knowledge sharing
through an investigation of a Most Admired Knowledge Enterprise (MAKE) award
winning organisation. It was predicted that the persistent barriers would correspond to
the characteristics of organisations as complex social systems. Results indicated that the
persistent barriers identified in the MAKE award winning organisation mirror the
characteristics of complex social systems.
The findings suggest one possible explanation for the persistence of barriers to
information and knowledge sharing, namely that these barriers are rooted in the nature
of organisations as complex systems. Viewing poor information and knowledge flows
through a complex social systems lens draws attention to the ‘wicked’ nature of the
issue, i.e. the reality that persistent barriers form interacting meshes that can at best be
mitigated but not eliminated. Also, viewing persistent barriers as inherent in
organisations suggest alternative ways of attending to these barriers.

▼ The dissertation examines whether adaptation, through ambidexterity, helps firms improve their performance. Adaptation ambidexterity is an intrafirm process of balancing and integrating exploration and exploitation learning in a firm's partner-specific investment strategy to develop products according to that partner's changing requirements. Specific research questions are whether: (1) adaptation ambidexterity improves new product performance, and (2) whether the marketing environment characteristics of adaptation (market turbulence, technological turbulence, and partner dependence) affect that relationship. To address these concerns, the dissertation develops scales for adaptation ambidexterity, adaptation balance and adaptation integration. Then, moderated regression is used for main effects and moderation effects. The study employs a cross-sectional design and examines the hypothetical relationships. Key participants to be surveyed were determined using a random list of US high-tech manufacturing firms. The results show that adaptation ambidexterity is an important factor that influences new product performance. First, adaptation integration, one of the two components of being ambidextrous, has strong and consistent effects on new product performance. Second, under low market turbulence, low technological turbulence, and low partner dependence adaptation balance may in fact negatively affect performance. Under the high levels of these factors, adaptation balance is non-detrimental condition for ambidexterity. This finding confirms the fact that being balanced without justification may harm business performance. Finally, the negative interaction effect of adaptation integration and technological turbulent environment in this study in fact suggest that adaptation integration is more effective in low technological turbulence that in high technological turbulence.
Advisors/Committee Members: Frankwick, Gary L. (advisor), Arnold, Todd James (committee member), Flaherty, Karen E. (committee member), White, Margaret A. (committee member).

► As federal and state policies continue to increase the demands for student academic achievement, school districts across the nation must function less as bureaucratic organizations…
(more)

▼ As federal and state policies continue to increase the demands for student academic achievement, school districts across the nation must function less as bureaucratic organizations and more as learning organizations. Operational relationships might be a significant avenue for school districts to promote such a transformative change. However, it is not clear how to accomplish such change. Thus, this study focused on an analysis of the pertinent literature to highlight what previous research suggests upon which to embark in the creation of successful relationships within school districts and the implications for further inquiry. While some previous research suggests that distributive leadership and systems thinking might ensure sustainability of school reform and lead to true learning organizations, few have focused on how leadership development is enhanced through operational relationships. This qualitative study investigated the types of operational relationships that exist within school districts, how those operational relationships are built, and the extent to which the operational relationships reflect organizationallearning attributes. A phenomenological approach, which used semi-structured interviews of eight participants from two mid-sized school districts was employed.
Findings for this study suggest that operational relationships may take the following forms: hierarchical relationship, mentor-protégé relationship, aligned relationship, and personal relationship. Several strategies appear to aide in the building of operational relationships. These include being accessible, engaging in meaningful experiences, and interacting with others. Findings also indicate that operational relationships may contribute to a district’s progression from a bureaucratic organization towards organizationallearning to some extent.
Advisors/Committee Members: Olivárez, Rubén (advisor), Ovando, Martha N (committee member), Sharpe, Edwin (committee member), Pazey, Barbara (committee member).

-3504-6610. (2017). School district operational relationships : a qualitative exploration of how system linkages support organizational learning. (Thesis). University of Texas – Austin. Retrieved from http://hdl.handle.net/2152/63068

Note: this citation may be lacking information needed for this citation format:Author name may be incomplete
Not specified: Masters Thesis or Doctoral Dissertation

Chicago Manual of Style (16th Edition):

-3504-6610. “School district operational relationships : a qualitative exploration of how system linkages support organizational learning.” 2017. Thesis, University of Texas – Austin. Accessed March 21, 2019.
http://hdl.handle.net/2152/63068.

Note: this citation may be lacking information needed for this citation format:Author name may be incomplete
Not specified: Masters Thesis or Doctoral Dissertation

Note: this citation may be lacking information needed for this citation format:Author name may be incomplete

Vancouver:

-3504-6610. School district operational relationships : a qualitative exploration of how system linkages support organizational learning. [Internet] [Thesis]. University of Texas – Austin; 2017. [cited 2019 Mar 21].
Available from: http://hdl.handle.net/2152/63068.

Note: this citation may be lacking information needed for this citation format:Author name may be incomplete
Not specified: Masters Thesis or Doctoral Dissertation

Council of Science Editors:

-3504-6610. School district operational relationships : a qualitative exploration of how system linkages support organizational learning. [Thesis]. University of Texas – Austin; 2017. Available from: http://hdl.handle.net/2152/63068

Note: this citation may be lacking information needed for this citation format:Author name may be incomplete
Not specified: Masters Thesis or Doctoral Dissertation

► Research has shown that few educational reform efforts have achieved significant, long-lasting improvement in student achievement. In order to accelerate growth in student achievement, many…
(more)

▼ Research has shown that few educational reform efforts have achieved significant, long-lasting improvement in student achievement. In order to accelerate growth in student achievement, many researchers have advocated the development of cultures of evaluative inquiry. In a culture of evaluative inquiry, teachers use data to identify instructional areas in which their students struggled, collaboratively reflect on their instructional practice in those areas, and experiment with new practices related to those areas. Through an iterative process of collaboratively framing the problem and exploring possible solutions, team members not only arrive at a defensible solution to test through active experimentation, but they also develop their own mental models. Observations, interviews, and document reviews were utilized to answer the central question of this study: How do staff members of a public elementary school develop a culture of evaluative inquiry? This case study documented the actions the Instructional Leadership Team, four grade level teams, and the bilingual program team took to develop a culture of evaluative inquiry from July of 2008 through May of 2010 at North Mesa Elementary School and profiled the perceptions of staff members towards this initiative. The results indicated that instances of significant learning and changes of practice were evident but the staff was not successful in fully developing and sustaining a culture of evaluative inquiry. While explicit Evaluation Capacity Building activities faltered, staff members did acquire some evaluative inquiry skills through engaging in the process. A number of challenges were encountered including a lack of shared sense of urgency, a lack of shared vision, a lack of psychological safety within some teams, insufficient communication, and incomplete implementation of standards-based instruction. The study concluded that a shared vision, a focus on standards, learning and results, a collaborative culture, aligned systems and structures, and a knowledge management system are essential components of a culture of evaluative inquiry. Furthermore, a five-stage iterative problem solving process is prescribed with the goal of both providing professional development for teachers and improving student achievement. Finally, the district and school leadership need to create a system of defined autonomy which balances the need for alignment across the system with teacher empowerment.
Advisors/Committee Members: Boverie, Patricia, Gunawardena, Charlotte, Salisbury, Mark, Woodrum, Arlie.